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Mentor Overview
Codified Ordinances of Mentor, OH
CODIFIED ORDINANCES
CERTIFICATION
ADOPTING ORDINANCE NO. 07-O-49
EDITOR'S NOTE
COMPARATIVE SECTION TABLE
CHARTER OF MENTOR, OHIO
PART ONE - ADMINISTRATIVE CODE
TITLE ONE - General Provisions
TITLE THREE - Legislative
TITLE FIVE - Offices and Departments
CHAPTER 121 City Manager
CHAPTER 123 Departments Generally
CHAPTER 125 Department of Safety
CHAPTER 127 Department of Public Works
CHAPTER 131 Department of Engineering and Building
CHAPTER 135 Department of Finance
CHAPTER 139 Department of Law
CHAPTER 143 Department of Parks, Recreation and Public Facilities
CHAPTER 147 Department of Planning and Development
CHAPTER 151 Employment Policies
151.01 RESIDENCE REQUIREMENTS.
151.02 CLASSIFICATION OF POSITIONS.
151.03 ADOPTION OF CLASSIFICATION PLAN.
151.04 PURPOSE AND EFFECT OF CLASSIFICATION SPECIFICATIONS.
151.05 STATEMENTS OF DESIRABLE QUALIFICATIONS.
151.06 RESPONSIBILITIES OF THE CITY MANAGER.
151.061 ASSISTANT CLERK OF COUNCIL.
151.07 PAYMENT FROM FUNDS.
151.08 COMPENSATION SCHEDULES.
151.09 BASIS OF COMPENSATION SCHEDULES.
151.10 ADOPTION OF COMPENSATION PLAN.
151.11 PART-TIME POSITION LISTING, PAY GRADE AND FLSA CLASSIFICATION.
151.12 FULL-TIME POSITION LISTING, PAY GRADE AND FLSA CLASSIFICATIONS.
151.13 COUNCIL/COUNCIL EMPLOYEE POSITION LISTING AND PAY RATES.
151.14 COLLECTIVE BARGAINING UNIT POSITIONS.
151.15 TEMPORARY AND/OR SEASONAL EMPLOYEES.
151.16 COMPENSATION PLAN.
151.17 PAY PERIODS AND PAYROLL DEDUCTIONS.
151.18 REGULAR WORK WEEK.
151.19 OVERTIME.
151.20 PLUS RATES FOR HIGHER SKILLS.
151.201 SUPPLEMENTAL ASSIGNMENT PAY.
151.21 COMBINATION OF POSITIONS.
151.22 TUITION REIMBURSEMENT.
151.23 ADJUSTMENT OF COMPENSATION PLAN.
151.24 STARTING RATE ON INITIAL EMPLOYMENT AND PROBATION PERIOD.
151.25 STARTING RATE ON RETURN TO DUTY.
151.26 STARTING RATE ON RETURN FROM MILITARY DUTY.
151.27 STARTING RATE ON DEMOTION.
151.28 STARTING RATE ON PROMOTION.
151.29 STARTING RATE ON RE-ALLOCATION.
151.30 RECOMMENDATION FOR SALARY ADVANCEMENT WITHIN PAY GRADE RANGE.
151.31 SALARY ADJUSTMENT WITHIN PAY GRADE RANGE.
151.32 MAXIMUM SALARY RATES AND LONGEVITY.
151.33 REQUIREMENTS AS TO CONTINUITY OF SERVICE.
151.34 HOLIDAYS AND LEAVES OF ABSENCE.
151.341 VACATION LEAVE.
151.35 DISABILITY PAY.
151.36 EXAMINATION REQUIRED.
151.39 SICK LEAVE WITH PAY.
151.40 SPECIAL LEAVES.
151.41 ABSENCE WITHOUT LEAVE.
151.42 ATTENDANCE RECORD.
151.43 MISCELLANEOUS PROVISIONS.
151.431 OFFICIAL USE OF PERSONAL AUTOMOBILES.
151.44 RESPONSIBILITY OF THE CITY MANAGER.
151.45 RETIREMENT OF CITY EMPLOYEES AND OFFICERS.
151.46 INSURANCE BENEFITS FOR EMPLOYEES.
151.47 APPLICABILITY.
CHAPTER 153 Identity Theft Prevention Program
TITLE SEVEN - Boards and Commissions
TITLE NINE - Taxation
PART THREE - TRAFFIC CODE
PART FIVE - GENERAL OFFENSES CODE
PART SEVEN - BUSINESS REGULATION CODE
PART NINE - STREETS, UTILITIES AND PUBLIC SERVICES CODE
PART ELEVEN - PLANNING AND ZONING CODE
PART THIRTEEN - BUILDING CODE
PART FIFTEEN - FIRE PREVENTION CODE
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151.201 SUPPLEMENTAL ASSIGNMENT PAY.
   If an employee is qualified for and has been formally assigned to on-going duties beyond the normal scope of his or her job classification, such employee may receive additional compensation as the City Manager may direct, not to exceed five (5) percent of the mid-range of the assigned pay grade.
(Ord. 07-0-33. Passed 3-20-07.)
151.21 COMBINATION OF POSITIONS.
   One or more position classifications may be combined as the City Manager may direct. The pay rate for the new combined position shall be considered on a case by case basis but in no circumstances should exceed the pay rate of the highest rated of the combined positions. In exceptional circumstances, the City Manager may authorize a temporary compensation level not to exceed 10 percent more than the current compensation rate. Should this combined position assignment become permanent, the position shall be classified and evaluated using the City's adopted evaluation system. (Ord. 07-0-33. Passed 3-20-07.)
151.22 TUITION REIMBURSEMENT.
   (a)   Purpose. A tuition reimbursement program shall be established for the purpose of encouraging regular full-time non-probationary employees to upgrade their competencies in work-related functions in order to increase the effectiveness and efficiency of city services. Courses eligible under the tuition reimbursement program shall be limited to those offered by an accredited institution and related to the employee's position with the City unless otherwise authorized by the Department director, division head, and City Manager. Courses shall not be eligible for reimbursement if taken by an employee on City time. Such courses shall not interfere with the proper and effective performance of the paid duties of the employee.. For purposes of this Section, the word "employee" shall mean all regular full-time, non- probationary employees of the City, excepting elected officials and the City Manager. Regular full-time employees who are receiving educational incentive benefits for courses completed may continue receiving same at the discretion of the City Manager.
(Ord. 11-O-74. Passed 9-6-11.)
   (b)   Eligibility. To be eligible for tuition reimbursement an employee must:
      (1)   Have completed a one year probationary period.
      (2)   Obtain written approval from the department director or division head and the City Manager of the course to be taken prior to registering for the course.
      (3)   Successfully complete the course with a grade of “B" or higher and submit an official written record of the grade attained and work completed.
      (4)   Be in the City's employment at the time of completing and being reimbursed for such approved course work.
         (Ord. 12-O-29. Passed 3-20-12.)
   (c)   Extent and type of reimbursement. Tuition reimbursement shall be made in the following manner:
      (1)   Fifty percent (50%) of employee tuition costs only shall be reimbursed by the City upon successful completion of a course when such course work is in an approved degree program and such course work is deemed by the City Manager to have an indirect value to the employee and the City in performance of the employee's duties.
      (2)   One hundred percent (100%) of employee tuition costs shall be reimbursed by the City upon successful completion of a course when such course work is deemed by the City Manager to have a direct value to the employee and the City in the performance of the employee's duties. Tuition reimbursement shall be capped at the current cost per credit hour as that being charged by Cleveland State University for undergraduate tuition/instruction only. The City will only reimburse up to twelve (12) credit hours completed per employee per calendar year.
   In all cases reimbursement shall be for tuition only and shall not include the cost of books or other educational materials.
(Ord. 11-O-74. Passed 9-6-11.)
   (d)   An employee who voluntarily resigns from the service of the City of Mentor within one year after completing a course for which tuition reimbursement is given, shall return the full amount of such reimbursement to the City unless otherwise waived by the City Manager.
   (e)   The City Manager shall promulgate appropriate rules and regulations for the implementation of this section.
(Ord. 07-0-33. Passed 3-20-07.)
151.23 ADJUSTMENT OF COMPENSATION PLAN.
   Any adjustment to this compensation plan shall be subject to the following:
   (a)   In order to bring all compensation rates in conformity with those provided in the compensation plan, the City Manager shall by executive order place all incumbent employees in the proper pay grade of pay plan, effective in the year 1969 and thereafter, as provided in Section 151.10.
   (b)   The Finance Director shall establish the starting and ending date of the biweekly payroll periods and may make any adjustment necessary in pay periods to effect the transition to the biweekly compensation plan.
   (c)   The minimum and maximum pay rates of each pay grade, as set forth in this chapter, shall be changed only by City Council by amendment to this chapter.
   (d)   Rates of pay shall be considered to be in conformity with the compensation plan if the biweekly pay is exceeded by $.05 or less due to rounding the fourth decimal place of the equivalent hourly rate or due to adjustment of $.05 or less resulting from mechanical hourly rate calculations.
      (Ord. 07-0-33. Passed 3-20-07.)
151.24 STARTING RATE ON INITIAL EMPLOYMENT AND PROBATION PERIOD.
   Original appointment to any position shall be made at the minimum pay rate of the pay grade. Advancement shall be within the pay range and at the discretion of the City Manager in accordance with Section 151.30. In cases where it is difficult to secure qualified personnel and upon recommendation of the Department director or division head, the City Manager may approve initial compensation at a rate higher than the minimum pay rate of the pay grade for the position when the needs of the service make such action necessary; provided that any such exception is on the understanding and unusual character of the employee's experience and ability over and above the minimum qualifications specified for the class.
   A one year probationary period shall be required of all new and promoted regular full- time and part-time employees.
(Ord. 12-O-29. Passed 3-20-12.)
151.25 STARTING RATE ON RETURN TO DUTY.
   When an employee returns to duty in the same position after a separation from the City service of not more than one (1) year, providing his separation was not for cause, such employee may receive the pay rate corresponding to the pay grade earned at the time of separation, subject to approval by the City Manager.
(Ord. 07-0-33. Passed 3-20-07.)
151.26 STARTING RATE ON RETURN FROM MILITARY DUTY.
   Any employee who leaves the City service to enter the active service in the armed forces of the United States, who returns directly to the City upon separation and within the time periods set forth in USERRA and who is reinstated to his previous position, shall be entitled to receive compensation at the rate of pay which he would have been entitled had his service with the City not been interrupted by service in the armed forces.
(Ord. 07-0-33. Passed 3-20-07.)
151.27 STARTING RATE ON DEMOTION.
   Whenever an employee is demoted for disciplinary or other reasons by the City Manager, his rate of pay shall be reduced in grade to the extent the City Manager shall determine.
(Ord. 07-0-33. Passed 3-20-07.)
151.28 STARTING RATE ON PROMOTION.
   Whenever an employee is promoted, his rate shall be changed to such higher grade as the City Manager shall determine.
(Ord. 07-0-33. Passed 3-20-07.)
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